assessment: the foundation of efficient hiring.
Recently, a hospitality leader I’d previously supported as a candidate contacted me again, but this time wearing a different hat. They wanted me to help them hire a member of their leadership team.
Often, a candidate I’ve placed in the past will ask me to help them recruit, and it’s a privilege to be asked. It speaks of trust and partnership, and I take that seriously.
But in this case, there was a snag.
Another leader in the business had already engaged with two large recruitment agencies, and this meant the job wasn’t for me because I prefer to work exclusively.
As an independent business owner, I invest my time in clients carefully and with commitment, for the benefit of everyone. It’s a partnership, and I become an extension of their team. Also, in my experience, competition between recruiters leads to behaviours that are not in anyone’s interest. So, working exclusively always leads to better results.
But this particular client was adamant that I be involved and so made a suggestion. Since they couldn’t work with me exclusively, they instead asked if I’d work with them as an advisor, creating and overseeing the setup of the recruitment process and then interviewing candidates introduced by the agencies to assess their suitability.
Their investment in me as an additional layer to their process was a true reflection of the way they operate; a clear commitment to getting things done at the highest level, and a focus on bringing the right people into their business. It was a considered move.
Assessment is the essential foundation of any hiring process. It’s where the skill of the recruiter saves you a fortune down the line, preventing irrelevant interviews with skilled filtering, managing your reputation with candidates by being transparent and human, and giving you choice by making sure only the most aligned and valuable people come your way.
The assessment stage is never about simply matching points on a CV to a job description. It’s where you start to uncover:
Who is this person, really, beyond their profile?
What drives them? What do they most seek in a role?
What meaningful things can they add to this business?
And most importantly, do they meet the client’s ambitions of who their ideal candidate should be?
Assessment isn’t something you can automate or skip. It takes time, careful questioning, close listening, informed analysis and the insight of experience. It’s about fully understanding the brief and finding people (not just CVs) that match.
Because the aim is to find someone who will contribute, stay, and grow with you. Not just fill a role. And when assessment is done expertly, the payoff is huge:
Hiring managers aren’t wasting time in interviews that won’t go anywhere.
They’re seeing candidates who are relevant and genuinely keen on the opportunity.
They’re spoilt for choice, not picking from the best of a bad bunch.
And in the case of this client, as I began the advisory and assessment project, they saw the difference immediately. The quality of applicants moving through to final stage was evident. The conversations at interview stage became more relevant and meaningful. And most importantly, they were delighted with the shortlist I provided.
In hospitality, where time is tight, the assessment stage can easily be overlooked. And if you’re focused on speed, availability, and surface-level matching, you might be tempted to think an AI-based tool could do the job for you. This is an own goal for your culture and your retention rates.
The value of assessment lies in its depth of attention and understanding. And that takes a human. It takes a skilled recruiter.
So, if you’re hiring, whether you’re doing it in-house, with a recruiter, or a mix of both, don’t overlook the assessment stage. It’s the foundation on which successful hiring is built.